Diversity, Equity & Inclusion | Social | Sustainability | GUNZE LIMITED

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Diversity, Equity & Inclusion

Policy and Basic Approach The Gunze Group regards diversity and inclusion as one of its most important human resources strategies. We aim to enable all employees, regardless of their attributes and values, to fully demonstrate their abilities while feeling motivated in their duties.

Goals and Achievements

More details

Initiatives

Promoting Women’s Empowerment The Gunze Group positions DE&I as a key pillar of its human resources strategy and proactively promotes the empowerment of women

In August 2025, we launched the “NADESHIKO Project” to maximize the potential of each female employee and accelerate the consideration and implementation of initiatives. At least two project members are selected from each division, with the project currently comprising approximately 30 members. They proactively work to identify issues related to the advancement of women within their respective divisions, such as gender imbalances in recruitment, participation in training programs, and personnel transfers, as well as to identify female candidates for management positions and implement initiatives within their divisions. We have also established an “Advisory Board”, comprising female Corporate Officers, female managers, and Outside Directors, to support the project’s activities. Drawing on the Advisory Board as a source of second opinions, we are accelerating our initiatives by receiving timely and appropriate advice from its members on the advancement of women.
Going forward, as part of our efforts to transform mindsets and organizational culture, we will provide DE&I management training and unconscious bias training for executives and managers, as well as career development support and educational opportunities for the accelerated development of female employees. We will also actively promote measures such as expanding flexible work arrangements that make it easier for employees to balance work and life.

Establishment of the Women’s Empowerment Office In April 2025, we established the Women’s Empowerment Office within the Human Resources Development Section of the Personnel & General Affairs Department.
The office leads initiatives, such as increasing the percentage of people hired that are women, formulating individualized development plans for candidate man- agers who are women and providing training to eliminate unconscious bias.

Balancing work and family, contributing to the Company from a medium- to long-term perspective

Chinatsu Kobayashi

Senior Manager, Legal & Compliance Office, Intellectual
Property/Legal Department

I was hired by Gunze in 2016 as a mid-career hire, and I was appointed Senior Manager of the Legal & Compliance Office in 2025.
Our office handles legal consultations and contract reviews. It also provides legal support for the implementation of business initiatives under the Medium-term Management Plan.
Outside of work, I am a mother of two. I lead a busy life. At home, our rule is “whoever can, does what they can.” My husband and I share responsibilities, such as picking up and dropping off our children at daycare or cram school, as well as cooking.
Even with overseas business trips or urgent meetings that sometimes keep me late, I am able to manage my family responsibilities thanks to the support of my husband.
I always make a conscious effort to set clear priorities and manage my time effectively. There are times when childcare and personal matters must take precedence, but rather than feeling pressured or discouraged by comparing myself to others, I believe it is important to maintain a medium- to long-term perspective and continue contributing to the Company.

GUNZE's Diversity & Inclusion Initiatives

Driving globalization around the world

Faisal Chowdhury

Manager, Gunze United Limited

With experience as a merchandiser in the apparel industry and prior work experience in Japan, I joined Gunze United in 2014 as a Japanese-language interpreter, and I also took on sewing thread sales responsibilities.
At that time, Gunze sewing thread did not have a high profile in Bangladesh, and it was extremely difficult to receive orders. However, through frequent customer visits, I was able to build strong relationships of trust.
This success enabling me to contribute to the Company gave me great confidence. Becoming a full-time employee of Gunze was an important milestone in my life, and I am deeply honored to have had that opportunity.
Today, I travel around the world to help our global business, one of the key priorities under VISION 2030 stage2. With the spirit of “never giving up, and always hoping for the best,” I am committed to continuing to contribute to our business.

Employment of People with Disabilities

Based on the principle of "Achieving the legally mandated employment rate," the company works to maintain and create employment opportunities for people with disabilities on an ongoing basis.
Specifically, employment promoters at each business site, led by the person in charge of promoting employment for persons with disabilities, identify workplaces and jobs that are suitable for persons with disabilities, and work with local Hello Work offices to match persons with disabilities with workplaces and jobs, and provide support for workplace adjustment.

Support for Childcare and Nursing Care

We have three visions regarding support for work-life balance: no employee should have to leave the Company due to their childcare or nursing care responsibilities, we shall develop an organizational culture where employees can confidently use the systems that are in place, and employees should be able to continue to demonstrate their abilities and further their careers even after experiencing childcare or nursing care.
Based on the results of an internal survey conducted in FY2024 and in line with the revised laws that came into force in April 2025, we have revised our support systems as summarized in the table on the right.
We remain committed to building sustainable support mechanisms and embedding them into our organizational culture.

Work-life balance support programs

Childcare	Nursing care
Childcare leave (until the child is two years of age; includes five days of paid leave)	Nursing care leave (up to one year)
Shorter working hours for childcare (until the child completes 6th grade of elementary school)	Shorter working hours for nursing care (up to a total of three years)
Child nursing care leave (until the child completes 6th grade of elementary school)	Nursing care leave
Subsidies for childcare services (1) Daycare fees (2) Extended childcare fees (3) Babysitter fees	Subsidy for nursing care service fees
Work-life balance counseling
Work-Life Balance Support Handbook for sharing information

Support System

Maternity Leave

Maternity leave can be taken during pregnancy or within one year after childbirth if the employee receives medical advice from a doctor, or if the employee is unable to work due to morning sickness up to four months into pregnancy.

Hospital Visit Leave

Leave may be taken when a pregnant woman or a woman within one year of giving birth has to go to the hospital during working hours for health check-ups, etc. under the Maternal and Child Health Act.

Spouse’s Maternity Leave

Employees may take leave for up to three days and the number of days required for round-trip travel to the birth location when their spouse gives birth.

Child Care Leave

Employees may take the necessary number of days (hours) to care for sick or injured children up to the third grade of elementary school, or to receive medical checkups or vaccinations.

Support Meetings for Employees on Parental Leave

In an effort to help employees continue to thrive after a life event, as of April 2015, we conduct interviews with employees who have taken parental leave and their managers at the following times to support a smooth return to work after parental leave.

When reporting pregnancy
When taking maternity leave
Before returning to work
After deciding where to return to work
3 months after returning to work

Mentoring

Mentoring is provided for the purpose of "building human networks" and "supporting the education and career development of future business leaders.

External Evaluations

Action Plan for General Employers on the Act on Promotion of Women's Participation and Advancement in the Workplace and the Act on Promotion of Measures to Support the Development of the Next Generation

・Vision: Through promoting Diversity & Inclusion (DE&I), we aim to be a company where diverse talents can thrive and contribute long-term.

Plan Period: April 1, 2025 - March 31, 2028 (3 years)
Plan Details: Attached（Japanese Only）

Gunze has been certified as an
"Osaka City Leading Company for Women's Activities"
since January 15, 2015.

Action Plan for General Employers on the Act on Promotion of Women's Participation and Advancement in the Workplace and
the Act on Promotion of Measures to Support the Development of the Next Generation (PDF:149kb)